A common goal transforms a group into a team!

A common goal transforms a group into a team!

A common goal transforms a group into a team! 1920 1310 wayacademy.de

When we talk to managers, HR developers, and employees in companies, they often tell us about their teams. However, the team doesn’t work in the way that it was intended. Why is this happening?

Team identity is shaped by a few major factors. Without these factors, a team is nothing more than a group of people.

According to Thompson (2004), a team is a group of interdependent individuals who are collectively responsible for achieving specific organizational goals.

Without dependency, there is no team, it’s a group, and that’s the key. A group often consists of lone warriors who won’t take responsibility for the common goal unless their own results are affected.

A team, however, has a common goal and shares responsibility

– which is where we come in!

What exactly makes teams efficient?

A team is made up of individuals who share a vision and work together to pursue a common goal. The team is responsible for selecting and executing any actions in a way that contributes to that goal. When things go well – and everyone is on the same page, people are motivated, which creates a sense of “we.” A clear understanding of the priorities, the roles, and the common goals are evident.

All for one, one for all!

By sharing responsibility for a goal, the team establishes a sense of community. Group dynamics, for example, may differ from this. As a member of a group, an individual has no obligation to contribute. The needs of an individual take precedence over the needs of a group. A team, however, can foster the “All for one, one for all” mentality that can propel the team forward.

Team-killing factors…

… and frequently where companies get stuck:

  • Lack of objectives
  • Roles are not clearly distributed
  • Absence of collective responsibility
  • Individuals lack trust, preventing honest communication
  • Artificial harmony and lack of conflict
  • A sense of superiority and egoism
  • Slack commitment and social indifference
  • Lack of communication

Boost your team’s performance with these 6 strategies


Establish a clear and specific goal

A team must pursue a shared mission with a clear objective. This objective must be clearly defined and represented by management. The interaction between vision, mission, and purpose is essential to creating a sense of united purpose and helping employees identify with the organization. Each team member contributes as one and the goal – now clearly present in each member’s mind – becomes the team’s goal.


Establishing trust and fostering a sense of community

The culture of openness is the key to building trust, and the culture of honesty and integrity is the key to fostering a feeling of community. When employees are allowed to discuss mistakes openly and without repercussions (because mistakes are human), everyone can learn and benefit from the experience.


Assign roles sensibly and appropriately

Team members should have relevant and appropriate roles assigned to them. The keyword here is “role acceptance.” As a result, knowing an individual’s strengths and talents can be a valuable resource for maximizing their productivity and success. Clarity is the result of role acceptance. Everyone on the team needs to understand their responsibilities and obligations. Within this domain, they can freely work toward a common goal. The role distribution ensures that each team member understands what their responsibilities are. Therefore, eliminating ambiguities that often lead to misunderstandings and redundant tasks.


Clear and effective communication

Every successful collaboration relies on clear and constructive communication. With the digital age, communication is quick, and the demands of everyday life have never been greater. In addition to the exchange of basic figures, statistics, and facts, these issues require clear and goal-oriented communication for successful and effective collaboration. Consequently, communication and connection skills need to be constantly strengthened and developed within the team. Effective teamwork can only be achieved by communicating clearly and effectively with each other. When employees are seen and valued, they see themselves as important members of the team.


Confrontational receptivity

Conformity stifles innovation and creative thought. The process requires a certain level of confrontational receptivity. Having differing opinions is therefore desirable to drive innovation. Conflict culture, or more specifically, a dominating culture, will promote innovation in organizations if developed. It’s essential that existing conflicts result in constructive approaches to resolution rather than encourage a culture of agitators. Passive blocking behavior may result from wrong or not fully supported decisions, and conflicts arise because of deadlocks. A willingness to engage in conflict fuels productive processes in a positive sense and motivates teams.


Self-commitment and mutual responsibility

“Yes, I support and stand by the team’s choice.” is an unequivocal commitment that can only be achieved if the goals are clearly defined, there is transparency, and everyone is working together. It is recommended to focus on values (personal, team, and organization values) and principles of action in addition to shared accountability. Employees are responsible for not only their own development but also for the development of their coworkers. Management should also self-reflect (many of whom only evaluate team results but do not reflect on their own performance) and provide constructive feedback. Which means “Developing together and making the team strong for joint success.”

Do you wish to strengthen your team and improve their performance?

Would you like to transform it into a motivated team that works together to achieve a common objective and drives the company forward? Let’s talk. Our team is eager to share its expertise with you.


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